THE COLLECTIVE BARGAINING AGREEMENT BETWEEN …

THE COLLECTIVE BARGAINING

AGREEMENT BETWEEN

CENTRAL OREGON COMMUNITY COLLEGE AND

THE CLASSIFIED ASSOCIATION OF

CENTRAL OREGON COMMUNITY COLLEGE

Effective July 1, 2021 through June 30, 2022

TABLE OF CONTENTS

Preamble Preamble Page 1 Parties to the Agreement 1 Definition of the Bargaining Unit 1 Definitions Definitions 2 Bumping Employee 2 Calendar Year 2 Call Time 2 Call Time Occurrence 2 Fiscal Year 2 Full-time Employee 2 Immediate Family 2 Incumbent Employee 2 Insurance Cap 2 Overtime 2 Part-time Employee 3 Seniority 3 Standard Workweek 3 Temporary Employee 3 Article 1 Non-Discrimination 4 Article 2 Non-Interference 4 Article 3 Association Rights 4 – 7 Association Membership Dues Deduction 4 Fair Share Fees 5 Representatives 5 Meetings 6 Purchase of Release Time 6 Facilities 6 Equipment 6 Association Posting 7 Changes to the Bargaining Unit Membership 7 Temporary Reassignment of Bargaining Unit Members 7 Article 4 Management Rights 7 – 8 Article 5 Grievance Procedure 8 – 11 Step One: Review with Supervisor 8 Step Two: Initiating a Formal Grievance 9 Step Three: Grievance Appeal 9 Step Four: Grievance Arbitration 9 Miscellaneous 10 Article 6 No Strikes and Lockouts 11 – 12 Prohibited Activities 11 No Limitations 12

Article 7 Hours of Work 12 – 13 Hours of Work 12 Reporting to Duty Requirements 12 Work Schedule Changes 12 Meal Breaks 13 Article 8 Overtime 13 – 14 Definition 13 Part-Time Employees 13 Overtime Approval 13 Use of Compensatory Time 13 Declining Overtime and Emergency Needs 14 Distribution of Overtime throughout the Department 14 Article 9 Probationary Period 14 – 15 Probationary Period Conditions 14 Regular Status 14 3% Salary Increase and Vacation Use 14 Accepting New Positions and Probationary Period 15 Non-Suitability for Position 15 Article 10 Part-time Employees 15 Benefits 15 Proration of Benefits 15 Positions Less than 20 Hours per Week 15 Article 11 Direct Compensation 16 – 19 Wage 16 Payroll Draws 16 Working Out of Classification 17 Call Time Occurrence 17 Excused from Work due to Non-Disciplinary Reasons 18 Initial Wage Placement 18 Shift Premium 18 Wage Schedule Reviews 18 Bilingual Pay 19 Article 12 Insurance 19-20 College and Employee Contribution 19 Part-Time Employees 20 Long-Term Disability Insurance 20 Article 13 Public Employee Retirement System 20 Article 14 Holidays 20 – 21 College Holidays 20 Weekend Holidays 21 Holiday Compensation 21 Holiday Eligibility 21 Article 15 Vacations 22 – 23

Vacation Accrual 22 Vacation Accrual and Probationary Period 22 Expiration of Accrued Vacation Hours 22 Requests for Planned Vacation Leave 22 Accrued Vacation Hours and Scheduled Resignations 23 Accrued Vacation Hours and Immediate Resignations 23 Accrued Vacation for Part-Time Employees 23 Article 16 Sick Leave 23 – 24 Sick Leave Accrual 23 Sick Leave Notification to Supervisor 23 Doctor Certification 23 Workers’ Compensation 23 Other Uses of Sick Leave 24 Accrued Sick Leave for Part-Time Employees 24 Article 17 Bereavement Leave 25 Annual Bereavement Leave 25 Additional Bereavement Leave and use of Sick Leave 25 Bereavement Leave for Non-Immediate Family Members 25 Bereavement Leave for Part-Time Employees 25 Non-Accumulation of Bereavement Leave 25 Article 18 Other Leaves of Absence with Pay 25 – 26 Court and Jury Duty 25 Workshops, Conventions and Professional Meetings 26 Absence Caused by Abnormal Situations 26 Military Reserve Leave 26 Article 19 Personal Leave 26 Article 20 Leaves of Absence Without Pay 26 – 27 Short-Term Leave without Pay 26 Long-Term Leave without Pay 26 Leave of Absence without Permission 27 Article 21 Tuition and Professional Development 27-28 Tuition Benefit 27 Supervisor-Directed Course 27 Professional Development Fund 27 Article 22 Working Conditions 28 Safety 28 Tools and Equipment 28 Article 23 Vacancies 28 – 29 Posting of Vacancies 28 Transferring Employees to Vacant Positions 28 Filling of Vacancies 28 Past Disciplinary Action and Vacancies 29 Hiring Decisions 29

Article 24 Reduction in Staff 29 – 32 Procedure of Layoff 30 Wage Placement 31 Layoff Status 31 Applying for Vacant Positions 32 Recall 32 Article 25 Discipline and Discharge 33 Document Just Cause 33 Discipline Process Privacy 33 Potential Disciplinary Action 33 Timing of Disciplinary Action 33 Appealing a Suspension or Discharge 33 Article 26 Personnel Files 33 – 35 Reviewing Personnel Files 33 Personnel File Contents 33 Placing Materials in Personnel Files 34 Responses to Personnel File Contents 34 Copies of Personnel File Materials 34 Access to Personnel Files 34 Disciplinary Content in Personnel Files 34 Removing Contents from Personnel Files 35 Annual Evaluations 35 Plans of Assistance 35 Article 27 Reclassification Procedure 35 – 36 Frequency of Reclassification Requests 36 Required Reclassification Materials 36 Supervisor Review Time 36 Submission to Human Resources 36 Article 28 Savings 37 Article 29 Waiver 37 Article 30 Funding 37 – 38 Recognition 37 Renegotiation Provision 38 Article 31 Duration 39 Appendix A Classified Wage Structure 40 – 41 Appendix B Retiree Insurance 42 – 43 Attachment A Classified Retirees Eligible for Health Insurance Support 44 – 45

2021-2022 Contract Page 1

PREAMBLE

1. Parties to the Agreement: The parties to this agreement, entered into this 1st day of July

2021, are Central Oregon Community College, hereinafter referred to as the Board or College,

and The Classified Association of Central Oregon Community College, hereinafter referred to as

the Association. The College recognizes the Association as the exclusive bargaining agent for

members of the bargaining unit, hereinafter referred to as employee or Member, for the

purposes of collective bargaining representation as provided for in ORS 243.650 - ORS 243.782.

2. Definition Of The Bargaining Unit: The Bargaining Unit shall consist of all employees in

classified positions who are scheduled to perform work for at least twenty (20) hours per week

for nine (9) months of the calendar year at any college location. The College and the

Association have established a single bargaining unit made up of all classified positions as

defined above located at all College locations. All other employees, including supervisory,

confidential/non-exempt, faculty, adult basic skills instructors, independent contractors,

volunteers, temporary, work study and post-retirement employees are expressly excluded from

the Classified Employee Bargaining Unit.

3. Set forth herein is the complete agreement between the parties concerning wages, hours and

other conditions of employment.


DEFINITION OF TERMS

1. Bumping Employee. The bumping employee is the classified employee whose position has

been identified for layoff and whom has bumping rights as defined by Article 24.

2. Calendar Year. Calendar year is defined as January 1 – December 31.

3. Call Time. Call time refers to a situation in which a classified employee is contacted and

requested to report to work for hours other than their normal work hours. This is generally in

response to an unusual situation such as heavy snowstorm, critical technology failure or other

urgent situation.

4. Call Time Occurrence. A call time occurrence takes place when a supervisor calls an

employee into work at a time that the employee is not normally scheduled due to a campus

emergency or unforeseen issue that is temporary in nature.

5. Fiscal Year. COCC’s Fiscal Year is defined as July 1 – June 30.

6. Full-Time Employee. Full-time employees in the bargaining unit are defined as employees

working forty (40) hours per week for a minimum of nine (9) months per calendar year.

7. Immediate Family. Immediate family is defined as father, mother, brother, sister, wife,

husband, children, father-in-law, mother-in-law, brother-in-law, sister-in-law, stepparents,

grandparents, grandchildren and any other person who resides with or derives their support

from the employee, or their spouse, regardless of the relationship. Immediate family includes

relationships related to the employee through a domestic partner.

8. Incumbent Employee. The incumbent employee is the classified employee currently seated in

a position within the bargaining unit.

9. Insurance Cap. The insurance cap refers to the maximum amount (dollar or percentage) the

College will contribute to the cost of an employee’s insurance premium.

10. Overtime. Overtime shall mean work required by the College and performed by an employee in

excess forty (40) hours in a workweek. Work performed in excess of 40 hours in a workweek will

be compensated with pay, or compensatory time off, at the overtime rate (see Article 8.3). Paid

time off will be included in the calculation of a 40-hour workweek.


11. Part-Time Employee. Part-time employees in the bargaining unit are defined as those

employees working more than twenty (20) hours per week for a minimum of nine (9) months per

calendar year.

12. Seniority. Seniority is defined as years in the bargaining unit, to include job transfers, time off

through approved leaves, professional development opportunities (including work out of

classification) and lapses in COCC employment of not more than thirty (30) consecutive days.

13. Standard Workweek. The College identifies the standard workweek as seven (7) consecutive

days, 12:00 am, Monday through 11:59 pm, Sunday, unless specified by the department.

14. Temporary Employee. A temporary employee is someone working for a limited duration with

no expectation of continued employment. Temporary employees may be hired directly by the

College or through a temporary employment agency.


ARTICLE 1: NON-DISCRIMINATION

The goal of Central Oregon Community College is to provide an atmosphere that encourages our

faculty, staff and students to realize their full potential. In support of this goal, it is the policy of the

Central Oregon Community College that there will be no discrimination or harassment on the basis of

age, disability, sex, marital status, national origin, ethnicity, color, race, religion, sexual orientation,

gender identity, genetic information, citizenship status, veteran status or any other classes protected

under Federal and State statutesin any education program, activities or employment.

ARTICLE 2: NON-INTERFERENCE

Employees have the right to form, join and participate in the activities of employee organizations of their

own choosing for the purpose of representation on matters of employee relations. Employees also have

the right to refuse to join or participate in the activities of any employee organization. No employee shall

be interfered with, restrained, coerced or discriminated against by the College or the Association in their

exercise of these rights.

ARTICLE 3: ASSOCIATION RIGHTS

1. Association Membership Dues Deduction. Upon the expressed written request of an employee

within the bargaining unit, the College will begin deducting Association membership dues for the

next pay period and will continue to make the monthly payroll deduction until the employee

changes the request in writing to the College and to the Association. Employees terminating with

less than ten (10) working days in any calendar month will not be subject to Association

membership dues for payroll deduction purposes.

Such uniform amounts as the Association treasurer certifies to the College as the monthly

Association membership dues approved by the members of the Association shall remain as the

amount to be deducted hereunder.

The Association agrees to indemnify, defend and hold the College harmless against any claims

made or any suit instituted against the College because of any payroll deduction made for

the Association.


2. Fair Share Fees. It is mutually agreed and recognized by the parties that each bargaining unit

member shall proportionately share in the cost of the collective bargaining process. The cost for a

bargaining unit member is fixed proportionately at the same amount as the Association

membership dues per month. The fair share fee shall be deducted monthly from the compensation

of each bargaining unit member who has not either certified to the College that they authorizes

Association membership dues deduction or has made some other arrangement to pay Association

membership dues. The total fair share fees collected, together with Association membership dues

deducted in Section 1 above, will be remitted monthly in the aggregate to the treasurer of the

Association. It is understood that the fair share fee in lieu of Association membership dues shall

only be used as directed by the constitution and bylaws of the Association and by the majority vote

of the membership.

Any individual employee’s personal objection to paying dues or fees to the Association must be

based on bona fide religious tenets or teaching of a church or religious body of which the

employee is a member. The employee will be required to provide a written explanation to the

College and the Association stating their objections. Such employee shall pay an amount of

money equivalent to regular Association dues, fair share fees, and/or appropriate fees or

assessments, if any, to a nonreligious charity or to another charitable organization mutually agreed

upon by the employee affected and the Association President (or designee). Payment to the

agreed upon charitable organization shall be made through the College payroll deduction process.

The Association agrees to indemnify, defend and hold the College harmless against any claims

made or any suit instituted against the College because of the fair share agreement.

3. Representatives.

a. Association Officers. The President of the Association (or designee) shall certify the names

and offices of each officer of the Association and any other members of the unit with

specialized assignments involving interaction with the College to the President of the College

(or designee) within five (5) days following the election or appointment. The College may

refuse to recognize the authority and prerogatives of any such officer until they are so certified.

b. Other Representatives. The Association may be assisted by Association certified officers,

agents or other representatives with whom it is affiliated. The Association President (or

designee) shall certify the name, office and business address of such representatives to the

College President (or designee).

i. Representatives accredited by the Association shall be accorded reasonable access to

the College premises for the purpose of Association business, provided that such access

does not interfere with the scheduled work hours of College employees and provided that


such representatives shall give reasonable notice to the College President (or designee)

of their intent to exercise the privileges of this section. This requirement does not apply to

meetings with members or Association Officers conducted by the Association

Representative after normal work hours, or scheduled meetings of Association Officers

and the Representative with the College President (or designee).

4. Meetings. Association members will not conduct Association business on College time, except the

President of the Association (or designee) shall be free to meet with the President of the College

(or designee) as they mutually agree is necessary. In addition, the Association President (or

designee) will also be granted time off to participate in college-wide committees required by their

Association position and approved by the College President (or designee).

5. Purchase of Release Time. The Association may purchase up to 96 hours per fiscal year, non-

cumulative, release time for the Association President (or designee) to work on Association

matters. The rate shall be the actual regular hourly rate paid to the Association President (or

designee). The release time approved, the day(s) on which the time is utilized, and the coverage of

the Association President’s (or designee’s) job responsibilities are to be arranged by mutual

agreement between the Association President (or designee) and the College President (or

designee) based on the staffing and operating requirements of the College. Requests by the

Association for such release time will not be unreasonably denied. Additional time may be

purchased by mutual agreement between the parties.

6. Facilities. The Association will be allowed the use of the facilities of the College during normal

operating hours for meetings through standard scheduling procedures. The Association shall pay

for extraordinary costs incidental to the use thereof and for any repairs necessary as a result of

such use. Such charges shall be determined in a manner consistent with charges levied against

non-College groups.

7. Equipment. The Association shall have the right to use College office, copying and audio-visual

equipment at reasonable times when equipment is not otherwise in use. The Association shall also

have reasonable access to existing telephone service. The Association shall notify appropriate

College personnel when supplies and services are being used for Association business and shall

reimburse the College for such supplies and services at rates customarily charged by the College.

Supplies and services requiring reimbursement shall include, but are not limited to, photocopy,

telephone toll costs, printing and mail services use, etc. The Association will notify the College

when supplies or services should be charged to the Association, or the College may discontinue the service.


8. Association Posting. The College agrees to provide opportunity for the Association to

communicate with employees in the unit, provided that all materials are identified as Association

materials, through bulletin board space and/or on the electronic bulletin board. The Association will

advise the College when and where there is need for physical bulletin board space. The College

will make every reasonable effort to accommodate such requests. In addition, the Association will

be allowed the continued use of the electronic bulletin board to communicate with employees in

the unit. Any dispute or complaint regarding either physical or electronic bulletin boards will be

resolved through good faith discussions and resolution. The College shall have the right to restrict

Association use of bulletin board space if the effect of such use is defaming to any individual or

contrary to law.

9. Changes to the Bargaining Unit Membership. The College agrees to notify the Association

President (or designee) monthly in writing of any changes to or within the bargaining unit

membership, including permanent or temporary changes or assignments. For temporary changes,

notification will include the length, the reason and the intended recruitment date for the temporary

appointment position. Examples include, but are not limited to, when employees are temporarily

assigned to positions out of the unit, or when in-unit positions have been reclassified out of the unit

or filled on a temporary basis.

10. Temporary Reassignment of Bargaining Unit Members. The College agrees to notify the

Association President (or designee) each month with a report listing all irregular wage employees

to allow the association to track compliance with the rules set forth in Article 10 “Part-time

employees” and Preamble 2 “Bargaining unit definition”; report contents shall be determined

between the Association, Human Resources and Payroll. At a minimum, this report shall include

employee name, position title, department, hours worked and the hire date.

ARTICLE 4: MANAGEMENT RIGHTS

The parties to this agreement recognize that the College retains and reserves to itself all rights,

powers, duties, authority and responsibilities conferred on and invested in it by the laws of the State

of Oregon and the Administrative Rules of the Oregon State Board of Education. The parties further

recognize that the expressed terms of this Agreement shall be controlling over any College policy,

administrative rule and regulation which may be, in whole or in part, in conflict with the expressed

terms of this Agreement. All management rights not expressly specified in Article 4 Management

Rights or modified by this Agreement are reserved by the College. Specific rights include, but are not

limited to: the right to administer the College including the right to employ, assign, transfer, evaluate,

suspend, discipline or discharge any employee and to determine the physical location of individuals,


departments, divisions and activities.

Other rights include, but are not limited to, the right to determine financial policy, including budgeting

and accounting procedures and reports; determine the administrative organization of the College,

including determining the necessary number of administrative and supervisory personnel and

prescribing their duties and responsibilities; determine the size and characteristics of the staff;

determine the work to be done and assignments which are not inconsistent with this agreement.

Also included is the right to determine the control and use of College buildings, property, materials

and equipment; and determine health, safety and property protective measures and procedures; and

determine ancillary services to be rendered by the College.

The College reserves the exclusive right to contract out any or all of its classified operations. The

College will notify the Association when any formal action (i.e. requests for information or requests

for proposals) related to contracting out bargaining unit work is initiated. Prior to implementing the

subcontract, the College agrees to meet with Association representatives for the purpose of

negotiating the impact of the subcontracting decision on bargaining unit personnel in accordance

with the interim bargaining process as defined in ORS 243.698.

ARTICLE 5: GRIEVANCE PROCEDURE

For the purpose of this agreement, a grievance is defined as a dispute regarding the meaning or

interpretation of a particular clause of this agreement or alleging a violation of this agreement.

“Working days” shall mean those weekdays when College administrative offices are open. In an effort

to provide for a prompt and orderly resolution of grievances, the parties agree to the following procedures:

1. Step One: Review with Supervisor. When an employee believes that they have a grievance, the

employee may discuss the grievance with the immediate supervisor within twenty (20) working

days of the alleged contract violation or within ten (10) working days from the employee’s

knowledge thereof through due diligence. The employee and the supervisor shall have ten (10)

working days to resolve the grievance through informal channels. The ten (10) working days shall

commence the day after the meeting with the supervisor. The supervisor shall document their

actions taken toward solving the grievance and give a copy of this response to the grievant, Chief

Human Resources Officer and the President of the Association at the end of the ten (10) working

days. Grievances resolved at this stage will not set the precedence for future grievances.


2. Step Two – Initiating a Formal Grievance. If the grievance has not been resolved to the

satisfaction of the grievant, the grievant may, within five (5) working days after the response of the

supervisor at Step I, initiate a formal written grievance to the appropriate Senior Leadership Team

member, date and sign it, and include the following:

a. The specific factual basis of the grievance, including the date of its occurrence;

b. The provision or provisions of this agreement which have been allegedly misinterpreted or

violated; and

c. The specific remedy sought which will resolve the grievance.

At this time the specific basis of the grievance cannot be changed or modified.

The appropriate Vice President/Director/SLT Member shall be given the written grievance and will

note receipt of the same by countersigning and dating the original. The appropriate Vice

President/Director/SLT member shall provide a copy of the signed grievance to the grievant and to

the Association within five (5) working days after receipt of the written grievance.

The grievant and the Vice President/Director/SLT member shall have five (5) working days from

delivery of the signed copy from the Vice President/Director/SLT member to the grievant to resolve

the grievance.

3. Step Three – Grievance Appeal. If the grievance is not resolved to the satisfaction of the

grievant, the grievant may submit the written grievance to the President of the College. If the

grievant elects to submit a written grievance to the President of the College, the grievant shall

provide the President of the Association with a copy of the grievance. The written grievance must

be filed with the President’s Office within five (5) working days after the receipt of the Senior

Leadership Team member response. The President of the College shall respond to the grievance,

to the grievant and to the President of the Association, in writing, within ten (10) working days after

receipt of the written grievance.

4. Step Four – Grievance Arbitration.

a. If the grievance remains unresolved to the satisfaction of the grievant after receipt of the

College President’s written response in Step III, above, the grievant may, within five (5)

working days of the College President’s response, submit a written notice to the President of

the College requesting that the grievance be arbitrated.

b. In order for a grievance to be taken to arbitration, the concurrence of the Association is

required. Accompanying the grievant’s letter (IV, a, above) must be a written notice from the


Association President to the College President, indicating that the Association believes the

grievance should be arbitrated and that the Association will share the expenses of arbitration

as specified in IV, (c) and (g), below.

c. Upon written receipt of the notice from the grievant and the Association President, the College

President and the Association President shall jointly request a list of five (5) arbitrators be

supplied from the Employment Relations Board. Whether the College or the Association

strikes the first name shall be determined by the toss of a coin. The winner of the toss shall

choose who strikes the first name, striking thereafter alternating between the parties. One day

shall be allowed for the striking of each name; this striking process shall continue until only

one name remains on the list; that person shall be the designated arbitrator.

d. The arbitrator shall set a time and place for a hearing on the written grievance mutually

satisfactory to the College and the Association. The Arbitration hearing shall be conducted

according to the Voluntary Arbitration Rules of the American Arbitration Association.

e. The arbitrator shall hold a hearing on the grievance and, after hearing such evidence as the

parties desire to present and consistent with the terms of this agreement, shall render a

written decision to the parties within thirty (30) calendar days of the end of the hearing. A

decision of the arbitrator shall, within the scope of his authority as provided below in (f) and

elsewhere in this agreement, be binding upon all parties.

f. The arbitrator shall not add to, subtract from, or modify the terms and provisions of the

agreement. They shall confine their decision solely to the application or interpretation of this

agreement and to whether or not it has been violated as alleged in the written grievance.

g. All costs and expenses (other than the arbitrator’s fee and expenses), including but not limited

to providing witnesses and evidence, shall be borne by the party incurring such costs,

requiring such witnesses, or producing such evidence. The fees and other expenses of the

arbitrator shall be shared equally by the College and the Association.

5. Miscellaneous.

a. All investigations, meetings and hearings used in the processing of a grievance shall normally

occur (1) after the regular workday or (2) at other times which do not interfere with the assigned

duties of bargaining unit members or of those members of the College administration who are

involved. The Association and the College may mutually agree, however, to hold meetings at

any time. If such meetings occur during the scheduled work hours of a grievant or of the

Association Representative or of bargaining unit members who may be called upon to give

testimony in an arbitration hearing, the meeting time shall be treated as scheduled working time.

b. Any or all time limits set herein may be waived by mutual consent in writing of the parties.

c. If a grievant fails to process a grievance according to the time limits, the grievance shall be

resolved for all purposes in accordance with the College’s response at the preceding step.


d. If the College fails to process a grievance according to the time limits, then the grievant may

take the grievance up to the next step in accordance with the procedure specified herein.

e. The names of any witnesses who will be used in an arbitration hearing must be made known to

the other party at least five (5) working days prior to the hearing.

f. Evidence not presented at Step I, above, may not be presented at Step IV unless prior

notification is given to the other party at least five (5) working days before the scheduled hour

and date of the arbitration hearing.

g. A grievant may be represented at any step of this procedure bythemself, or at their option, by a

representative of the Association. If the grievant or the college is to be represented by legal

counsel, the Association President (or designee) and Human Resources shall provide the

College reasonable notice of representation to the other party before any grievance meeting

occurs.

h. The number of Association representatives participating in the processing of a grievance shall

be limited to two (2) at the first three (3) steps of the grievance procedure.

i. The Association shall have the right and duty to represent individual employees within the

bargaining unit. Such representation shall be accorded any bargaining unit member, whether

or not they are an Association member.

ARTICLE 6: NO STRIKES AND LOCKOUTS

1. Prohibited Activities. Inasmuch as there are other means, both by law and through this

agreement for the resolution of disagreements that may arise during the term of this agreement,

the College and the Association agree as follows:

a. During the term of this agreement, the College shall not, as a result of a dispute with the

Association, deny employment to any member of the Association or to any employee covered

by the terms of this agreement. The foregoing shall not be construed to place any limitation or

restriction on the College’s right to lay off employees, consistent with the terms of this agreement.

b. During the term of this agreement, the Association and/or individual employees covered by

the terms of this agreement will not initiate, cause, permit or participate or join in any strike,

work stoppage, slowdown, refusal to report to work, mass absenteeism, or other interruptions,

or interference with work except as allowed under ORS 243.698. In the event of a violation of

the above by the Association or by the members of the bargaining unit, the Association will

immediately, upon notification by the College, attempt to secure an immediate and orderly

return to work. The employee is liable for damages when participating in such prohibited

activity so long as such activity persists.

c. Notwithstanding the above, the College may also discipline, including discharge, any

individual employee involved in any of the above defined activities.


2. No Limitations. The obligations of this article shall not be affected or limited by the subject matter

involved in the dispute giving rise to the lockout or the work stoppage or by whether such subject

matter is or is not subject to the grievance procedures of this agreement.

ARTICLE 7: HOURS OF WORK

1. Hours of Work. Salaries at the College are based on a 40-hour workweek. For full-time

employees, the days of work and the hours of work during the day will be continuous except as

necessitated by special events, programs, or holidays. The College may set other hours, and/or

days, so as to complete the necessary work of the College, but first must consult with the affected

employee(s). Nothing in this article or any part of this agreement shall be construed as a guarantee

of hours of work. The appropriate supervisor has the option of allowing the employee to take two

15-minute rest periods during the day or to work a 7 ½-hour day without rest breaks.

a. A 40-hour week may consist of five (5) 8-hour days, four (4) 10-hour days, or any combination

of regularly scheduled hours that totals 40 hours. Employees may request flexible schedules

other than regular 8 hour schedules, but such scheduling shall be subject to mutual

agreement in writing with the appropriate supervisor and approval by Human Resources,

based on the staffing and operating requirements of the College.

b. The standard workweek schedule begins at 12:01 a.m. on Monday and runs through 12:00

p.m. on Sunday. The College retains the right to establish alternative workweek schedules

based on the staffing and operating requirements.

2. Reporting to Duty Requirements. All classified staff is required to report for duty on regularly

scheduled workdays even though classes may not be in session for students. If any exception due

to extreme conditions is to be made, employees are responsible for finding out if classes are

cancelled or the College is closed, or on a delayed schedule, by registering with the COCC

Emergency Notification System, logging onto the College website at www.cocc.edu or by listening

to announcements on local media stations.

3. Work Schedule Changes.

a. Temporary adjustments in an employee’s work hours and/or days for up to ninety (90)

calendar days will be made with five (5) working days advance notice, except where

emergency situations (e.g., snow removal and equipment breakdown) interfere with the

normal operation of the College. In emergency situations the affected employee will be

notified as soon as possible after there is a determination of an emergency situation.

b. Longer term or permanent changes to an employee’s work hours and/or days will require ten

http://www.cocc.edu/


(10) working days’ notice.

c. Non-emergency work schedule changes may be made without advance notice upon mutual

agreement of the employee and the College.

4. Meal Breaks. Each employee is entitled to at least thirty (30) minutes of uninterrupted time without

pay for a meal period for work shifts longer than six (6) hours. If an employee’s meal period is

interrupted for other than de minimus work related reasons, the employee shall be paid for the

entire meal period as if it had been worked.

ARTICLE 8: OVERTIME

1. Definition. For a definition of “Overtime” and a definition of “Standard Workweek,” please refer to

the definition of terms page at the front of this document.

2. Part-Time Employees. Part-time employees who work in excess of forty (40) hours in a workweek

as a result of their initial assignment or a combination of jobs at the College are eligible for

overtime to be paid in accordance with section 3 of this article.

3. Overtime Approval. All planned overtime must be pre-approved by the appropriate supervisor or

budget administrator with the completion of a signed overtime authorization form. In the event of

an emergency or unplanned circumstances, a verbal approval can be given by the supervisor or

budget administrator, with the approval documented after the fact on the overtime authorization

form. When overtime is worked, it will be compensated in either overtime pay or compensatory

time off; the choice will be that of the employee. Compensatory time off must be taken within three

months following the day the time was worked or it will be paid. Overtime is earned at a 150%

premium. For each hour of overtime worked, the employee will earn either one and one half hours

of compensatory time off or pay.

3. Use of Compensatory Time. All compensatory time off shall be approved in writing in advance

by the appropriate supervisor. If the College requests that the employee work at the time the

employee was scheduled to take the compensatory time off, the employee shall have the option

of either rescheduling that compensatory time off together with the immediate budget

administrator as per Section 3 above, or opting for payment for that previously earned time. If,

however, an emergency situation (as defined in Section 5 below) conflicts with the scheduled

compensatory time off, it shall be rescheduled, using the procedure in this paragraph.

5. Declining Overtime and Emergency Needs. Except for emergency situations, an employee may


decline work in excess of eight (8) hours in a 24-hour period when working five 8-hour days (or in

excess of ten (10) hours per day in the event an employee is assigned a four day week) or forty

(40) hours in a seven day period, and the College will not discriminate against the employee for

declining. Emergency situations include snow removal, equipment breakdown, or other situations

which interfere with the normal operation of the College.

6. Distribution of Overtime Throughout the Department. The College will attempt to assign

overtime equitably among those employees within a department interested in overtime, and having

the expertise to perform the needed work.

ARTICLE 9: PROBATIONARY PERIOD

1. Probationary Period Conditions. Except as noted in Section 4 below, the probationary period for

new classified staff shall be six months, with the six months beginning on the employee’s first work

day and ending six months later (e.g., if a 12-month employee begins on February 12, the six

month marker is August 12). Prior to the completion of the probationary period, an employee may

be discharged without cause and without appeal. In no event shall new employees hired by the

College serve less than six (6) months of probation. At the option of the College, this six (6) month

probationary period may be extended, but not more than three (3) additional months (using the

previous example, the three months concludes on November 12). If the College extends the

probationary period, it will, in writing, specify the areas in which improvement is needed in the

employee’s job performance, as described in Article 26, Section 10. Note that off-contract and

leave without pay time does not apply toward the six (6) month probationary period.

2. Regular Status. Regular status appointment will occur after the employee:

a. has worked the initial appropriate probationary period in a position, and

b. has received a satisfactory evaluation, and

c. has received recommendation and approval for placement on regular status.

3. 3% Wage Increase and Vacation Use. If an employee begins on the first work day of the month,

they will receive a 3% wage increase and may access accrued vacation hours when they move to

regular status. If an employee begins on any day other than the first work day of the month, they

will convert to regular status in accordance with Article 9.2 and the wage increase and access to

vacation accrual will begin the first day of the next month following six months of employment.

4. Accepting New Positions and Probationary Period. Bargaining unit members who accept an


appointment to a higher classification position within the bargaining unit will have a probationary

period of three (3) months in the new appointment, starting when the employee begins training in

earnest in the new position. Under these circumstances, employees will receive a 3% increase

when they move to regular status.

At the option of the College, this three (3) month probationary period may be extended, but not

more than three (3) additional months. If the College extends the probationary period, it will, in

writing, specify the areas in which improvement is needed in the employee’s job performance.

During this three (3) month probationary period, or the College-optioned extension, an employee

may be discharged only for cause, under Article 25, Discipline and Discharge.

5. Non-suitability for Position. Should the College determine that the employee is not suited to the

new position for other than disciplinary reasons, the College will make every reasonable effort to

transfer the employee into an available bargaining unit position which is similar to the employee’s

previous position. If such position is not available, the employee will be placed on layoff status with

recall rights in accordance with Article 24, Section 5.

ARTICLE 10: PART-TIME EMPLOYEES

1. Benefits. Part-time bargaining unit members shall receive prorated benefits only as specifically

provided by the provisions of this agreement.

2. Proration of Benefits. When benefits allowed under this article are prorated, they shall be

prorated in accordance with the following schedule:

a. If the employee is scheduled to work 20 to 29 hours per week, benefits will be prorated at fifty

percent (50%).

b. If the employee is scheduled to work 30 to 39 hours per week, benefits will be prorated at

seventy five percent (75%).

3. Positions Less Than 20 Hours Per Week. It is the College’s right to establish the number of

hours that its employees work. However, if a new position is established wherein the employee

works between 16 and 19 hours per week inclusive, the appropriate Senior Leadership Team

member will review the position after a period of one year and determine whether the scheduled

hours per week be raised to 20 or more, or decreased to 15 or less. Such a decision will be wholly

that of management and not subject to the grievance procedure.

ARTICLE 11: DIRECT COMPENSATION


1. Wage.

11.1.a: Wage Schedule: Annual Review

The College shall annually review the Classified wage schedule (Appendix A) in February each

year, making recommendations to the president as to possible changes. Reviews shall be

based on changes to the cost of living, comparable job markets and institutional

resources. Recommendations will be reported to the Association Executive Team by April 1, at

which time additional input from the Association will be considered. If there are approved

changes, changes will be effective on July 1 of the next fiscal year.

11.1.b: Wage Schedule: Annual Index

For each year of this contract, the College shall adjust the minimum and maximum pay on the

wage schedule by the January, Western Region CPI-U. If an individual falls below the minimum

for any grade, they shall move to the minimum for that grade. Otherwise, individual hourly

wage shall remain the same.

11.1.c: Annual Increase

After the wage schedule has been adjusted, all Classified members on payroll as of July 1 will

receive:

i. 1.6% increase for July 1, 2021, plus

ii. Western CPI-U (1.4%) as of January 1, 2021, plus

iii. The College and the CACOCC agree that Human Resources will initiate a wage study

as of October 1, 2021, to be completed by January 31, 2022.

a. Based on the study findings, the College agrees to consider increases for specific employees if identified in the study, and make those increases retroactive to October 1, 2021. b. Study recommendations shall be shared with the CACOCC President and the College President. c. The CACOCC President will have the opportunity to provide feedback to the College

President and Human Resources. However, any increase to individual employee wages

is at the sole discretion of the COCC President.

d. In no instance will a classified member’s wages be decreased.

11.1.d: The cost of payroll assessments exclusive of the employee portions of FICA and

Workers Compensation insurance will be paid by the College.

2. Payroll Draws. Bargaining unit members may request, in writing, a draw of up to sixty percent of

accrued compensation twice per calendar year.

3. Working Out of Classification.


a. The College may temporarily assign an individual to work for not more than ninety (90) days in

any fiscal year in a position other than their regular permanent classification. In the event an

employee is assigned to a higher classification and performs the work required to fulfill the

classification for a period exceeding five (5) regular working days the employee shall receive

an increase in pay to the minimum of the new wage grade or 5% of current wage, whichever

is higher, starting with the sixth (6) day.

b. Notwithstanding the above, the College and the employee may agree to an on-the-job training

program assignment. Details of the training program assignment are determined by the

College. The employee may, in writing, request the anticipated duration as well as other

elements of the training program be specified in writing prior to entering into the program.

4. Call Time Occurrence.

a. Definition. For a definition of “Call Time” and “Call Time Occurrence,” please refer to the

definition of terms page at the front of this document.

b. Exceptions to Definition. The call time occurrence provision does not apply to 1) additional

hours assigned to the end of an employee’s shift, before their regular shift ends, or 2)

additional hours of work assigned in advance. Additionally, the call time rate will not apply to

any hours an employee works in excess of 40 hours in a week. Hours worked in excess of 40

hours a week will be compensated in accordance with Article 8 Overtime.

c. Call Time Compensation and Hours. The rate of pay for a call time occurrence will be one

and one-half (1-1/2) times the employee's base pay rate for the number of call time hours

worked. A call time occurrence will be a minimum of two (2) hours, unless the call time

occurrence begins less than two (2) hours prior to the start of the employee’s regularly

scheduled shift. When a call time occurrence precedes the start of an employee's regular

shift, the employee’s shift will be adjusted to the degree possible to stay within an eight (8)-

hour workday, or the number of hours the employee normally works per day.

Any hours worked after the call time occurrence ends will be paid at the employee’s regular

rate of pay. When a call time occurrence ends an hour or more prior to the start of the

employee’s regular shift, the employee has the following options:

i. The employee may leave work and return at the start of their regular shift (or at a later

time agreed upon by the supervisor); or

ii. The employee may continue to work until they have completed their regular number of


hours for that day

If the call time occurrence ends within less than an hour before the start of the employee’s

regular shift, the employee will continue their normal work duties and will be paid at the call

time rate for the remainder of the hour, until the start of the regular shift.

5. Excused from Work due to Non-Disciplinary Reasons. If an employee reports to work as

scheduled and is excused from duty for non-disciplinary reasons, they shall be paid for their work

shift for that day at their regular rate.

6. Initial Wage Placement. Consideration will be given to the following criteria in making the

determination as to initial placement of the individual:

a. Prior relevant work experience

b. Education or degree in a closely related job field

c. Meeting or exceeding preferred qualifications

Work experience in addition to the minimum required by the position is required to place an applicant

above the entry-level wage. Wage placement decisions are not subject to the grievance procedure.

7. Shift Premium. Bargaining unit members whose regular full-time or part-time work schedules are

such that sixty percent (60%) or more of the regularly scheduled shift falls within the period from

4:00 p.m. to 6:00 a.m. will receive a five percent (5%) per hour shift differential in addition to their

regular wage rates. For those persons whose regular full-time or part-time work schedules are

such that sixty percent (60%) or more of their regularly scheduled shift falls within the period from

10:00 p.m. to 6:30 a.m., the shift differential shall total eight percent (8%) per hour in addition to

regular wage rates.

8. Wage Schedule Reviews. During negotiations when Article 11 is open, the Classified Wage

schedule/structure, Appendix A, will be reviewed by Human Resources in consultation with the

College President to determine if any modifications to the schedule should be made in response to

changes in the cost of living, comparable job markets and institutional resources. The

Administration will review and consider any input from the Association during this review.

Decisions to adjust or to not adjust the schedule are not subject to the grievance procedure.

The schedule may also be reviewed at other times outside of negotiation periods when requested

by the President, the Board or Human Resources to ensure the College is meeting Board


guidelines for salaries. The College will follow the procedures outlined in the HR Section of the

General Procedures Manual with regard to wage schedule reviews.

9. Bilingual Pay. Employees may receive bilingual pay provided that the following conditions are met:

a. The position’s job description is designated as requiring bilingual skills; and

b. The employee is assigned by their department to use the skill

Bilingual is defined as fluency in both English and the second language. Fluency includes the

ability to converse, read, write and/or translate in English and the second language as

necessitated by the job.

Employees eligible for bilingual pay will receive a 5% bilingual pay differential applied to their

annual wage. If an employee’s job description or assignment is changed such that the employee is

no longer performing bilingual duties, their wage will be adjusted downward 5% to reflect the

change in bilingual pay differential. Bilingual pay is effective the first pay period after all conditions

are met and there is no retroactivity. Removal of bilingual pay is effective the first pay period after

bilingual duties have ceased.

ARTICLE 12: INSURANCE

College and Employee Contribution. The College will contribute toward the cost of college-purchased health insurance (medical, prescription, dental and vision only) for full-time employees at a maximum of 90% of the cost of such insurance; classified employees will pay a minimum of 10% of the health insurance premium.

However, in no case will the College ever contribute more than 90% toward an employee's premium

% increase in health insurance % increase in cap

0 – 9% The college will increase the cap by the amount of the premium increase but not to exceed 9% of the previous year’s dollar amount cap. However, the college will not contribute more than 90% toward the employee’s premium.

9.1 – 12% The cap will be increased by 9% and the employees will pay the difference between the cap and premium increase.

>12% Article 12 of the contract re-opens

a. If the Federal Government, the State of Oregon or any taxing authority taxes or otherwise

increases the costs of health insurance paid by the College, Article 12 of the contract will


be re-opened.

b. Should the College elect to participate in a health insurance program that is based on a rate

structure other than a composite rate during the term of this agreement, the parties agree to

bargain the impact of this change on the College/employee contributions under ORS 243.698,

the interim 90-day bargaining process. If the parties do not reach agreement prior to

implementation of the new structure, it is understood that the total cost for providing insurance

(including administrative fees) will not increase for the College and any increase in costs shall

be borne by the employees unless the parties agree otherwise. All other contractual agreements

regarding eligibility for health insurance will remain in place.

1. Part-Time Employees. Part-time bargaining unit members shall be entitled to pro-rated

insurance benefits in accordance with Article 10 of this contract.

2. Long-Term Disability Insurance. The College will pay the entire cost of long-term disability

insurance premiums for full-time employees. Only full-time employees will be eligible for long-

term disability insurance coverage. The College will pay premiums for full-time classified

employees for term life insurance equal to $50,000. Employees may purchase additional

insurance at individual expense in increments of $10,000.

ARTICLE 13: PUBLIC EMPLOYEE RETIREMENT SYSTEM

The College shall participate in the State of Oregon Public Employees Retirement System and shall

pay the employee’s contributions to same. Unused accumulated sick leave will be reported upon

separation of employment to Oregon PERS pursuant to governing regulations.

ARTICLE 14: HOLIDAYS

1. College Holidays. Holidays are specifically set forth as follows:

January 1 New Year’s Day

January Martin Luther King Day

May Memorial Day

July 4 Independence Day

August/September Friday prior to Labor Day

September Labor Day

November 11 Veterans Day

November Thanksgiving


November Day after Thanksgiving

December Winter Break*

*The five (5) working days that occur during the week in which the College is closed between the fall

and winter term will be paid as holidays, including the day observed as Christmas as outlined in section

2 below.

2. Weekend Holidays. Whenever a holiday falls on Saturday, the preceding Friday shall be observed

as a holiday. Whenever a holiday falls on Sunday, the following Monday shall be observed as a

holiday. Employees working an irregular workweek shall receive the same number of holidays as

employees working a regular workweek.

3. Holiday Compensation.

a. If an employee is scheduled to and does work a regular shift on either a holiday, or a day

observed in lieu of a holiday, they shall be compensated at 150% of regular pay for the time

worked and entitled to their choice of receiving holiday pay at the straight time rate or an

alternate paid day off in lieu of the holiday at a time mutually agreeable to the employee and

the College within three months following the worked holiday.

b. Part-time bargaining unit members shall also be compensated at 150% of regular pay for all

holiday time worked and shall be entitled to their choice of receiving holiday pay at the straight

time rate or an alternate amount of paid time off, commensurate with their normal work day, at

a time mutually agreeable to the College and the employee within three months following the

worked holiday.

c. If an employee is called in to work any part of an unscheduled shift on a holiday they shall be

credited for a minimum of two (2) hours work time at 150% of regular pay and entitled to their

choice of receiving holiday pay at the straight time rate or paid time off equal to the amount of

time worked at a time mutually agreeable to the College and the employee within three (3)

months following the worked time.

d. A holiday is classified as eight working hours for payroll purposes.

4. Holiday Eligibility. Employees will be eligible to receive compensation for all holidays that fall

between the start and end date of their work year provided, however, they are in approved pay

status their last scheduled work day before and after the holiday.

ARTICLE 15: VACATIONS


1. Vacation Accrual. Vacation accrual shall be determined by an employee’s length of continuous

service with the College since their last date of hire provided that employees who begin work prior

to the 16th of the month will accrue vacation as though they worked the entire month, and that

employees who begin work on the 16th of the month or later will accrue no vacation that month. An

employee’s continuous service record shall be broken by voluntary resignation, discharge or

retirement. If an employee returns to work in any capacity within one (1) year, the break in

continuous service shall be removed from their record.

0 through end of 72 months 10 hours/ month worked

73 months through end of 120 months 12 hours/ month worked

121 months through end of 168 months 14 hours/ month worked

169+ months 15 hours/month worked

2. Vacation Accrual and Probationary Period. Bargaining unit members shall be entitled to take

accrued vacation after successfully completing the six (6) month probationary period.

3. Expiration of Accrued Vacation Hours.

a. Generally, vacation time is taken by December 31 following the fiscal year in which it

was earned.

b. The employee must submit a written request to their supervisor by November 15 for an

extension beyond December 31, up to August 31 of the following year. The supervisor may

grant the extension within the context of adequate staffing to meet College operational needs.

4. Requests for Planned Vacation Leave. Requests:

a. Of more than two days shall be submitted to supervisor for approval not less than three weeks

in advance;

b. For two days or less must be made a week in advance; and

c. For any duration that are made less than a week in advance may be approved when in the

judgment of the appropriate supervisor the work of the College will not be impeded.

Approval of vacation will be based on other vacation schedules within the work unit, the needs of

the department, and the overall interests of the College. Vacation requests planned in this manner

can be changed only by mutual agreement of the employee and the appropriate supervisor. All

vacation requests must be made via a vacation request form.

5. Accrued Vacation Hours and Scheduled Resignations. Upon giving adequate written notice (10

working days) of an employee’s intent to resign their position at the College, the resigning


employee in regular status will be compensated for accumulated vacation at the employee’s

current rate of pay.

6. Accrued Vacation Hours and Immediate Resignations. In case of death or in the event that an

employee must leave their job without proper notification because of death or critical illness in the

immediate family, compensation for accrued vacation time shall be paid at the employee’s current

rate of pay.

7. Accrued Vacation for Part-Time Employees. Part-time employees who are members of the

bargaining unit shall accrue vacation leave on a prorated basis in accordance with Article 10.

ARTICLE 16: SICK LEAVE

1. Sick Leave Accrual. Employees shall accrue sick leave at the rate of eight hours per month

employed. An employee who begins work prior to the 16th of the month will accrue sick leave as

though they worked the entire month, and employees who begin work on the 16th of the month or

later will accrue no sick leave that month. Unused sick leave shall accumulate for an unlimited

number of days.

2. Sick Leave Notification to Supervisor. An employee shall notify their immediate supervisor prior

to or as soon as possible after the beginning of a scheduled shift when absent due to personal

illness or any of the other designated uses of sick leave, except as specifically provided herein.

3. Doctor Certification.

Human Resources may require certification by the employee’s health care provider of the need to

use sick leave at any time it appears that an employee may be abusing sick leave privileges. The

College shall consider time associated with doctors visit as regular work hours. The College shall

pay the employee’s out-of-pocket cost as listed on the “Explanation of Benefits” statement for an

office visit necessitated by the requirement of doctor certification. If employee’s health care

provider indicates that an employee may return to duty, failure to do so upon written request could

result in discipline or termination by the College in accordance with Article 25.

4. Workers’ Compensation. Time loss for sickness or injury incurred as a result of employment, in

most cases, is compensable under the State of Oregon Workers’ Compensation law. When

compensation is received for leave under this law, the employee shall receive the difference

between the disability payment and regular wage until accrued sick leave is expended.


5. Other Uses of Sick Leave.

a. Medical Appointments. Absence due to medical, dental and eye appointments shall be

reported as sick leave and rounded to the nearest half-hour.

b. Family Sickness. Sick leave may be used to cover absence, not to exceed fourteen (14) days

per fiscal year, due to the illness of a member of the immediate family of the employee or to

enable the staff member to be with members of the immediate family when an emergency

occurs due to illness, or accident.

c. FMLA/OFLA. The parties acknowledge applicability of the federal Family Medical Leave Act

(FMLA) and the Oregon Family Leave Act (OFLA) to employees represented by the

Association as referenced in OAR 839-009-0200. The parties further agree to the following

provision in the administration of the FMLA:

i. Employees must use sick leave or other forms of paid leave to which they are entitled

under the collective bargaining agreement concurrent with the approved FMLA/OFLA leave.

ii. The “FMLA year” is considered to be a twelve (12) month period rolling backward from

each qualifying event.

iii. During the period of FMLA leave, the employer’s insurance contribution toward the

health plan will continue at the level and under the conditions coverage would have been

provided if the employee had continued to be employed continuously during the leave.

iv. The Employer’s determination of FMLA/OFLA eligibility may require medical certification

that the leave is needed due to an FMLA or OFLA-qualifying condition of the employee

or that of a covered member of the family. At the College’s expense, a second opinion

may be requested.

v. As required under FMLA/OFLA, employees must give 30 days written notice in advance

of leave, unless the leave is taken for an emergency. In an emergency, employees must

give verbal notice within 24 hours of starting a leave.

d. Personal Leave: A full-time classified staff member shall have available two 8.0 hour

workdays of non-accumulative personal leave per fiscal year, which shall be charged against

accrued sick leave when used. A part-time classified staff member shall have one 8.0 hour

workday, pro-rated by their FTE which shall be charged against accrued sick leave in hours

when used.

Personal leave must be requested 24 hours in advance of the leave, except in cases of

extraordinary emergency. Prior notification and approval from the supervisor are required.

6. Accrued Sick Leave for Part-Time Employees. Part-time employees who are members of the

bargaining unit shall accrue sick leave on a prorated basis in accordance with Article 10.

ARTICLE 17: BEREAVEMENT LEAVE


1. Annual Bereavement Leave. Employees in the Bargaining Unit shall have available up to five (5)

paid days of Bereavement Leave in a fiscal year per incidence of death of an immediate family

member. Any bereavement leave shall run concurrently with state or federal laws.

2. Additional Bereavement Leave and Use of Sick Leave. Employees in the Bargaining Unit will

be granted the bereavement leave in alignment with Oregon Family Medical Leave Act (OFLA).

Accrued sick and vacation time can be used to cover any bereavement days needed beyond the

five (5) paid bereavement day allotted in Article 17.1. The Human Resources Director (or

designee) in collaboration with the immediate supervisor, may grant extra leave, at their discretion

for unusual or critical circumstances. The employee may use available sick, vacation, or leave

without pay under these circumstances.

3. Bereavement Leave for Non-Immediate Family Members. Leave granted for other family

relationships not listed above may be granted on a case-by-case basis. The granting or denial of

additional discretionary leave by the Human Resources Director (or designee) and the immediate

supervisor shall not be subject to the grievance procedure under Article 5 of this contract.

4. Bereavement Leave for Part-Time Employees. Part-time employees shall be granted such leave

in a prorated amount based on the same percentage as their FTE.

5. Non-Accumulation of Bereavement Leave. This leave is not cumulative, and may not be used

for any reason other than stated in this contract.

ARTICLE 18: OTHER LEAVES OF ABSENCE WITH PAY

1. Court and Jury Duty. Full-time and part-time bargaining unit members of Central Oregon

Community College shall not have deductions made from their wage for required appearances in

court or hearings resulting from a call to jury duty, subpoena, or a request to appear to testify

where the staff member is not personally involved in the action as a plaintiff, the defendant, or the

object of the investigation. The employee shall provide their immediate supervisor with a copy of

any notice to appear in court upon receipt of such notice. Any remuneration received for such

appearances held on a workday, less travel costs, will be endorsed to the College. Any employed

full-time and part-time bargaining unit members excused from appearing in court before the end of

their regular College workday shall report to the College and work the remainder of their shift.

2. Workshops, Conventions and Professional Meetings. Employee requests for paid leaves of

absence to attend workshops, conventions and professional meetings directly related to the


employee’s job requirements will be considered upon approval by the supervisor and appropriate

budget administrator. The College will also consider reimbursement of registration, meals, lodging

and travel expenses for such attendance in accordance with College policy. Employee and

supervisor may request use of professional development funds in accordance with Article 21.3.

3. Absence Caused by Abnormal Situations. Pay will be granted in cases where absence is

occasioned by inability to reach the place of employment caused by flood, storm or other Act of

God when, in the judgment of the appropriate Senior Leadership Team member, every reasonable

effort shall have been made to anticipate such emergency and to make the necessary

arrangements to be available for work.

4. Military Reserve Leave. Military leave shall be provided in accordance with federal and State of

Oregon law.

ARTICLE 19: PERSONAL LEAVE

A bargaining unit member may, with the concurrence of their supervisor, arrange time off for personal

business. At the same time such arrangements are made, the employee and the supervisor will arrange

for the time to be made up. In no event shall such rescheduling result in overtime compensation.

ARTICLE 20: LEAVES OF ABSENCE WITHOUT PAY

Leaves Without Pay (LWOP) may be either long-term (in excess of five working days in any one pay

period), or short-term (five working days or less in any one pay period). Unpaid leave of absences may

be granted to regular employees as follows:

1. Short-Term Leave Without Pay. Short-term leave without pay may be approved by the immediate

supervisor and/or budget administrator. Employees must report a short-term LWOP on the Leave

Request form and must also report the LWOP on time sheets.

2. Long-Term Leave Without Pay (LWOP). Long-term LWOP must be requested in writing prior to

the beginning of the leave and may be approved by the appropriate Senior Leadership Team

member based on the staffing and operating requirements of the College. Unpaid leaves shall be

considered for reasons including, but not limited to disability, maternity, education, Association

business and military or social volunteer services. Generally, such a request shall be considered

for an absence not to extend beyond a nine (9) month period. If the College denies a leave of


absence to an employee, the notification shall be in writing, giving the reasons why the requested

leave would be detrimental to College operations.

3. Leave of Absence without Permission. Employees who are absent from their duties without

notifying their immediate supervisor shall be considered absent without permission. Such absence

without good cause shall be grounds for discipline. If an employee is away from work without

permission, their pay will be deducted accordingly.

ARTICLE 21: TUITION AND PROFESSIONAL DEVELOPMENT

1. Tuition Benefit. All full or part-time bargaining unit members in regular status, or their spouse,

documented domestic partner, or dependent to the age of 25 years shall be allowed to enroll as

either a part-time or full-time student free of tuition cost but subject to the following limitations:

a. The College reserves the right to limit or bar classified employees from free enrollment in

specific classes when limited enrollment might work a hardship on regular college students.

b. Enrolling tuition-free in a course shall be permitted only when the number of tuition-paying

students justifies the continuation of the class.

c. The employee pays whatever laboratory fees or other fees which are paid by tuition-paying

students in the course.

2. Supervisor-Directed Course. With the approval of the supervisor an employee may take a job-

related COCC course; the course shall be free of tuition, fees, and book costs; class and

associated travel time need not be made up. With the approval of the supervisor, an employee

may take a class not related to their job during their regular work schedule; however, any course

expenses not covered by Article 21.1 are the responsibility of the employee and any work hours

missed must be made up, with hours to be approved by supervisor.

3. Professional Development Fund. The College will provide $15,000 each fiscal year for classified

staff development for the term of this agreement. The money will be maintained in the College’s

general fund. It will be used to provide an opportunity for employees to attend on-campus and off-

campus workshops, conferences and other short-term training programs. Unused funds in the

account at the end of the fiscal year shall be rolled over and added to the fund for the following

fiscal year. Funds from this account may also be used by College officers for planning and

expediting in-service workshops designed primarily for classified College employees. Such funds

shall be under the direction of the Chielf Human Resource Officer(or designee) who shall consult

with the Association President in developing a plan for the expenditure of funds each fiscal year.


The amount and all other factors related to this classified staff development fund are not subject to

the grievance procedure.

ARTICLE 22: WORKING CONDITIONS

1. Safety. The College and the Association recognize that safe work areas, safe equipment, safe

work habits and practices, and safe operations are a mutual benefit to employee and employer

alike and, therefore, a mutual obligation. Unsafe or unhealthful practices and conditions should be

called to the attention of those responsible, whether employer or employee, and once so identified,

should be remedied as soon and as fully as possible. An employee’s disregard for safe work habits

and practices shall be cause for discipline. An employee who in good faith and for cause declines

to perform an unsafe job or work with unsafe equipment and reports the existence of an unsafe

condition or practice to the employee’s immediate supervisor shall not be disciplined or

discriminated against.

2. Tools and Equipment. The College will not require employees to furnish tools or equipment. The

College will provide personal protective equipment legally required for public safety, custodial and

maintenance employees. If the equipment is lost or damaged beyond normal wear and tear or not

returned upon termination, the employee is responsible for reimbursing the college or replacing it

at the employee’s expense.

ARTICLE 23: VACANCIES

1. Posting of Vacancies. Whenever a job opening occurs in an existing job classification within the

bargaining unit, or as the result of the creation of a new job that falls within the bargaining unit,

vacancy notices will be posted on the College website.

2. Transferring Employees to Vacant Positions. The College retains the right to transfer classified

employees to vacant positions within the same position title however, if a new or vacant position

occurs within a classified wage grade, the College will post in accordance with section 1.

3. Filling of Vacancies. The qualifications of all applicants will be given equal consideration so that

vacancies will be filled by the best-suited applicant available. Qualifications for a position will

include the application and all required supporting documents, the interview, reference checks and

criminal history check. If a regular status College classified employee meets the posted minimum

required qualifications of the open classified position, they will be interviewed. If the screening

committee, after reviewing all of the qualifications of the candidates, determines that an internal


candidate’s qualifications are equal to an external candidate’s qualifications, the internal candidate

will be selected for the position. The Human Resources Department will notify the President of

CACOCC of the non-selection of an internal candidate and the reasons why the external candidate

was selected. Should the internal candidate not be selected, they will be notified by either a

representative from the Human Resources Department or the hiring supervisor accordingly and, if

requested, informed as to why they were not selected.

4. Past Disciplinary Action and Vacancies. Employees having a record of disciplinary action within

twelve (12) months prior to the vacancy announcement may be ineligible to interview for vacant

positions as deemed appropriate by the College.

5. Hiring Decisions. Hiring decisions are not subject to the grievance procedure. Hiring procedures,

as specified in this article, however, are grievable.

ARTICLE 24: REDUCTIONS IN STAFF

1. In the event the College determines a reduction of staff (layoff) is necessary, the College shall

determine which and how many positions, will be eliminated and shall implement such reduction in

staff. The College reserves the right to place employees where it needs them in compliance with

this Article.

The Association will be given notice in writing of an impending layoff thirty (30) working days prior

to the commencement or implementation of layoffs. At the time of this notification, Human

Resources will provide the Association with a comprehensive list, delineating all classified

positions, the incumbent employee and their years of seniority. Members of the bargaining unit

impacted by the impending layoff will be notified by Human Resources and provided a list of

positions they are eligible to bump within their current wage grade.

The Association may request to meet with a designated College representative to discuss the

pending layoff within the above noted thirty (30) working day period. As part of the discussions

relative to layoff procedures, the Association may provide the College with suggestions or

recommendations for reduction. However, such suggestions or recommendations shall not be

construed as a right to bargain such issues, nor shall they delay the College from placing its

determined course of action into effect.

The College and the Association agree that, for the purposes of layoff and recall, full-time and part-

time employees’ bumping and recall rights will be limited to their respective employment categories


of full-time and part-time within the bargaining unit. Part-time, and full-time, are defined on the

Definitions page of this agreement.

2. Procedure of Layoff. The determining factor for layoff will be seniority within the bargaining unit.

Seniority is defined on the Definitions page of this agreement.

a. Seniority. shall be used only to determine eligibility for bumping privileges and recalls due to

layoffs, therefore:

i. Any employee returning to the bargaining unit within two (2) years of leaving it,

whether voluntarily, or through layoff, shall be credited with their seniority for all time

within the bargaining unit prior to leaving.

ii. Any employee returning later than two (2) consecutive years shall lose their seniority

with the bargaining unit.

b. Bumping Privileges.

i. A regular, classified employee identified for layoff, is the bumping employee. They

shall be entitled to bump into the next position held by the least senior incumbent

employee when the following criteria is met:

a. the incumbent employee has less seniority than the bumping employee, in

their wage grade, and

b. the bumping employee meets the minimum qualifications as defined by the job

description on file with Human Resources at the time of the bumping.

ii. If there is a vacant position in the same wage grade as the bumping employee, and

the bumping employee meets the minimum qualifications for the position as defined

by the job description on file with Human Resources, they will be placed in the vacant

position before bumping other positions.

iii. If there is no position in their existing wage grade for which they meet the minimum

qualifications and has seniority over, they may bump the least senior position for

which they are qualified for and has seniority over, in the next lower wage grade.

iv. The bumping employee may continue bumping at subsequent lower wage grades

until the bumping employee finds a position for which they are qualified and has

seniority over the incumbent employee. The bumping employee must take the first

position for which they are qualified.

v. If the person is not eligible for any positions, they will be placed on layoff status.

vi. An employee who is unable, or chooses not to bump, shall be placed on layoff status.

vii. The bumping process can only occur within classified bargaining unit positions, but

may be college-wide.


c. Procedures for Bumping. The bumping employee notified of impending layoff must inform the

Chief Human Resources Officer (or designee), in writing, within ten (10) business days

following notification of layoff, of their desire to engage in the bumping process. This

notification will remain in effect until the employee is placed in a position, or placed on layoff

status.

i. Once the position they are able to bump into is identified, the Chief Human Resources

Officer will conduct a review of the identified position to ensure the job description for

the incumbent position is accurate and determine if the employee meets the minimum

qualifications.

ii. The review will be conducted through an interactive process with the bumping employee.

iii. The review may consider any active Plan of Assistance the bumping employee is

participating in or recent, unsatisfactory performance evaluations/issues, if the area of

deficiency would negatively affect the bumping employee’s ability to perform the

essential job functions for the position.

iv. The bumping employee will have a maximum of three (3) months to learn and perform

the duties and responsibilities of the new position, with a required performance

appraisal at the end of the three (3) month probationary period.

v. At the end of the three (3) month probationary period, if the College determines the

employee is not able to perform the duties of the position, they will be placed on layoff

status with recall rights to a position in their wage grade prior to the reduction in

accordance with Section 5 of this article.

3. Wage Placement. An employee who bumps into a new position shall retain their current wage, if it

is within the wage grade of the position into which they have bumped. If the bumping person’s

current wage is higher than the maximum of the new wage grade, the wage will be reduced to the

maximum of the new wage grade. Changes to wage will take effect the first of the month following

the date the employee begins work in the new position.

4. Layoff Status. For a period of eighteen (18) months following the date of layoff an employee shall

be classified as on layoff status and their name will be maintained on a layoff eligibility list.

a. At the end of the eighteen (18) month period, or sooner if the employee so requests, the

employee’s name shall be removed from the list and they will be deemed fully terminated.

b. An employee on layoff status shall not be entitled to any pay, status, benefits, or employment

rights other than those specifically provided in this Article.

c. An employee on layoff status shall promptly inform the office of Human Resources, in writing, of

any change of address. If the College mails a certified letter to employee’s last recorded


address and it is returned unclaimed, the employee in layoff status will be deemed terminated.

Employees on layoff status will be able to utilize the Employee Assistance Program within the

guidelines of the plan.

d. The College may provide COCC tuition for one term as mutually agreed by the employee and

the College.

5. Applying for Vacant Positions. In accordance with Article 23 in this agreement, an employee on

layoff status may apply for a position at the College that is open for recruitment.

6. Recall. In the event of a recall of classified employees by the College, laid off employees will be

recalled by wage grade and seniority in the same order in which they were laid off.

a. Procedures for recall:

i. When a recall position becomes available, the wage grade will be determined by

the College.

ii. The College shall notify the Association and all eligible laid off employees of the recall

position to be filled.

iii. The employees shall have five (5) business days in which to notify the College of their

desire to be re-employed in the position(s).

iv. Any employee on layoff status, with recall rights, shall have first option for the position

they held at the time of the layoff, should it become available within the 18 month layoff

period.

v. If the incumbent employee is not available to accept the position, the most senior

employee on the layoff list, who, at the time of layoff, was at or above the designated

wage grade for the recall position will be offered the position.

vi. If the employee accepts the recall position, they will be removed from the layoff list and

placed in the recall position.

vii. If the employee refuses the recall position, they will remain on the layoff list and the next

most senior employee, who, at the time of layoff, was at or above the designated wage

grade for the recall position, becomes eligible and will be offered the position, until the

position is filled.

viii. If the College is unable to find an eligible laid off employee to fill a recall position, the

position shall be subject to normal filling of vacancy procedures.

ix. The methods to be removed from the layoff list are:

a. Employee asks to be removed.

b. 18 month layoff period is exhausted.

c. Employee is placed into a position.


d. Employee is terminated due to unclaimed certified mail.

ARTICLE 25: DISCIPLINE AND DISCHARGE

1. Documented Just Cause. Employees within the bargaining unit and covered under this

agreement may be disciplined only for documented just cause.

2. Discipline Process Privacy. The College, the Association and its members shall conduct matters

of discipline so as to minimize embarrassment to College personnel.

3. Potential Disciplinary Actions. Disciplinary actions or measures shall normally include only the

following: written reprimand, suspension with or without pay (notice to be given in writing) and

disciplinary discharge. It is agreed that disciplinary discharge does not preclude dismissal,

discharge or non-continuance of employment for other reasons.

4. Timing of Disciplinary Action. Disciplinary actions will be initiated no later than sixty (60)

calendar days from the date that the appropriate College personnel are notified of the information

requiring disciplinary action. The sixty (60) calendar days shall be extended on an “as needed”

basis upon notice by the College to the Association of an ongoing investigation that may result in

disciplinary action.

5. Appealing a Suspension or Discharge. The employee, with or without the Association or other

representative of their choosing, shall have the right to take up the suspension and/or discharge as

a grievance at the Senior Leadership Team member level of the grievance procedure, and the

matter shall be handled in accordance with this procedure through the final step of Article 5.

ARTICLE 26: PERSONNEL FILES

1. Reviewing Personnel Files. Each employee shall have the right to review the contents of their

official personnel file maintained by the office of Human Resources and any unofficial personnel

file maintained by their department or supervisor exclusive of confidential recommendations

received prior to the date of employment.

2. Personnel File Contents. Each employee’s official personnel file shall contain, but not be limited

to, the following information accumulated after the effective date of this agreement:

a. a copy of original application

b. original and subsequent job descriptions


c. evaluations

Neither the contents of any of the above-listed items nor the procedures leading to their completion

shall be subject to the grievance procedure merely because they appear in the above-mentioned

list. Inclusion of an item on the list cannot be construed to bind the College to continue use of any

forms or procedures in their current form or formats.

3. Placing Materials in Personnel Files. All materials placed in an employee’s official personnel file

upon the effective date of this contract must identify who placed the material in the file and it must

be dated. It is the responsibility of the employee to submit copies of certificates, evidence of

courses taken, etc., to the office of Human Resources to be inserted in the file.

4. Responses to Personnel File Contents. The employee may also include in their official

personnel file a written response to any material in the file.

5. Copies of Personnel File Materials. An employee may request a copy of any materials (exclusive

of confidential recommendations received prior to the date of employment) at their own expense in

accordance with applicable Oregon statutes.

6. Access to Personnel Files. Access to an employee’s official personnel file shall be limited to only

the employee involved, such administrators of the College who are assigned to review or place

materials therein, such clerical personnel whose duty it is to maintain official personnel files, the

Board of Directors, acting as a body, and such College committees, which in compliance with this

agreement, are charged to consider personnel matters. All employee personnel files shall be

stored in secure surroundings when not in use by those officially designated herein.

7. Disciplinary Content in Personnel Files. Classified employees will have an opportunity to review

and sign any document involving disciplinary content before that document is included in an

employee’s official personnel file.

a. The signature of the classified employee attests to a review of the material submitted and

acknowledgement that the material is being sent to the official personnel file.

b. The employee signature attests awareness of the submission and does not imply agreement

with the action.

c. This action does not preclude other items (not initially submitted as a disciplinary action, or

submitted prior to the approval date of this Agreement) in the official personnel file to be used

in a hearing, or other action, as deemed appropriate by management.

d. This action does not preclude a manager’s right to maintain and use calendar notes, or other


informal records.

8. Removing Contents from Personnel Files. At any time, an employee shall have the right to

indicate those materials at least five (5) years old in their official personnel file that they believes to

be obsolete, excluding performance evaluations. Such identified materials may be removed from

the official personnel file upon mutual agreement of the employee and the President of the College

(or designee).

9. Annual Evaluations. Annual evaluations of regular status employees will be carried out each year

by March 15. If the employee receives an unsatisfactory evaluation, the employee’s immediate

supervisor and the employee will prepare a plan of assistance which will be submitted to the

appropriate Senior LeadershipTeam member by April 1. If the employee has met the conditions of

the plan of assistance by June 30, the employee’s evaluation will be deemed satisfactory and the

increase will be awarded, although the language associated with the original evaluation will not be

changed. If the conditions of the plan of assistance have not been met, the College may hold the

increase for an additional 90 days or until the conditions of the work plan are met, whichever is

shorter. If the conditions are met, the employee will be given the full amount of the increase

retroactively and the evaluation will be deemed satisfactory. If the conditions are not met,

termination procedures will begin.

10. Plans of Assistance. A plan of assistance prepared in accordance with section 9 above or as a

result of a performance/behavioral issue(s) occurring outside of the annual evaluation will contain a

statement of the issues, expected improvements and timelines for the expected improvements and

consequences for failure to make such improvements. The plan of assistance will be submitted

and remain as part of the employee’s personnel file.

ARTICLE 27: RECLASSIFICATION PROCEDURE

Central Oregon Community College has established, and endeavors to maintain, an orderly, rational

and systematic structure of job classification. The College realizes that, over time, jobs and conditions

evolve and necessitate change. As a consequence, a review of classified position descriptions and job

classifications may be initiated by an employee, a supervisor and/or a Senior LeadershipTeam

member. In addition, the College President may elect to initiate the reclassification process any time the

situation warrants. A possible outcome of a review will be to consider the reclassification, either upward

or downward, of a position. All issues related to the reclassification process and appeals process are

specifically excluded from the grievance procedure. The procedures for reclassification and appeals

process are as follows:


1. Frequency of Reclassification Requests. Reclassification requests by classified employees for a

particular position may be submitted once in any twelve (12) month period.

2. Required Reclassification Materials. Requests for reclassification shall include a current Job

Description Worksheet and Position Description along with a Reclassification Questionnaire that

clearly identifies the additional duties and responsibilities to justify the review. Reclassification

requests must be based on permanent and substantive changes in the position. Reclassification

requests must be submitted to the immediate supervisor.

3. Supervisor Review Timeline. Within ten (10) working days of receipt of the request, the

immediate supervisor will review the reclassification request and identify, in writing, areas of

agreement or disagreement with the Reclassification Questionnaire.

4. Submission to Human Resources. The immediate supervisor will then submit the reclassification

request, along with their comments, to the office of Human Resources. Within twenty (20) working

days of receipt, the office of Human Resources will make a final determination of the position

duties, and, if the changes in the position are permanent and substantive, rate the position.

a. If the rating warrants reclassification of the position, the request and the new rating will be

submitted to the appropriate Senior LeadershipTeam (PAT) member for review. The PAT

member will have ten (10) working days from date of receipt to review the position. If the

position is approved for reclassification by the PAT member, the reclassification will be

effective the first month following approval.

Also effective with that date, an employee approved for reclassification will receive an

increase in pay to the minimum of the new wage grade or 5% whichever is higher. The

employee will be so notified by the office of Human Resources in writing.

b. If the Senior Leadership Team member does not approve the position content and new

rating, the duties identified as permanent and substantive changes will be removed and the

reclassification request procedure ends. The employee will be so notified in writing by the

office of Human Resources.

c. If the rating does not result in a reclassification, the employee submitting the request will be

notified in writing by the office of Human Resources. The employee may, within five (5)

working days of the date of receipt of the notification (as verified by electronic mail), appeal

the rating on a one-time only basis.

d. The appeal must be submitted to the office of Human Resources in writing and shall consist


of only new or clarifying information not taken into consideration in the initial evaluation.

e. Within five (5) working days of receipt of the appeal, if new and clarifying information is

identified, the position will be rated taking the new information into consideration. If the

position does not warrant reclass, the reclassification appeal procedure ends.

ARTICLE 28: SAVINGS

Except as otherwise provided for in this agreement, should any article, section or clause of this

agreement be declared illegal by a court or agency of competent jurisdiction, said article, section or

clause, as the case may be, shall be automatically deleted from this agreement to the extent that it

violates the law or administrative rules, but the remaining articles, clauses and sections shall remain in

full force and effect for the duration of this agreement. The parties shall, upon written request of either

party, meet to renegotiate a substitute for the removed article, section or clause. Failure to agree on

substitute provisions shall not be subject to the grievance procedure of this agreement.

ARTICLE 29: WAIVER

The Association and the College both acknowledge that, during the negotiations which resulted in this

agreement, each had the unlimited right and opportunity to make demands and proposals with respect

to any subject or matter appropriate for collective bargaining, and that the understandings and

agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this

agreement. Therefore, the College and the Association, for the term of this agreement, each voluntarily

and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargain

collectively with respect to any subject or matter, even though such subjects or matters may not have

been within the knowledge or contemplation of either or both of the parties at the time that they

negotiated or signed this agreement, except as otherwise provided in Article XXVIII, Savings.

The provisions of this collectively bargained contract apply only to bargaining unit members employed

on or after the contract’s effective date.

ARTICLE 30: FUNDING

1. Recognition. The parties to this Agreement recognize that revenue necessary to operate the

College’s educational and service programs and its facilities and operations must be approved

by established budget procedures and, in certain circumstances by vote of the citizens of the

College district.


2. Renegotiation Provision. Therefore, pursuant to ORS 243.702, the parties agree that, when the

Board determines that economic conditions prevent the College from opening or seriously affects

the operation of its facilities or programs, then, on written request of either party, the economic

provisions of this Agreement shall be reopened and renegotiated. As used herein, “economic

provisions” mean only the wage schedule, and the health insurance benefit. No other provision of

this Agreement shall be affected by renegotiation of economic provisions. The impasse resolution

procedures set forth in ORS 243.712 to ORS 243.726 shall not apply to such re-negotiation.


ARTICLE 31: DURATION

Effective dates of this agreement are July 1, 2021 through June 30, 2022.

The Classified Association of Central Oregon Community College shall notify the College of its intent to

negotiate a successor agreement no later than October 23, 2021.

Signatures:

FOR THE ASSOCIATION FOR THE COLLEGE


APPENDIX A

Classified Wage Structure

For 2021-2022*

Updated July 2021

Grade Position Minimum Maximum

1 No Positions $ 12.75 $ 15.53

2 No Positions $ 12.75 $ 16.04

3 No Positions $ 12.75 $ 16.55

4 No Positions $ 12.75 $ 16.66

5 No Positions $ 12.75 $ 17.65

6 No Positions $ 12.91 $ 18.26

7 Retail Assistant $ 13.37 $ 18.89

8 No Positions $ 13.83 $ 19.08

9 No Positions $ 14.33 $ 20.27

10 No Positions $ 14.86 $ 21.02

11

Administrative Clerk Bilingual Enrollment Associate Campus Custodian Enrollment Associate Grounds/Landscape Associate Mail/Receiving Clerk

$ 15.41 $ 21.82

12 Computer Lab Specialist Financial Aid Associate Student Services Specialist

$ 16.02 $ 22.64

13

Administrative Clerk Senior Campus Custodian Lead Enrollment Specialist Grounds/Building Maint Spec Grounds/Landscape Specialist

$ 16.63 $ 23.53

14

Bookstore Buyer Campus Safety Staff Information Office Coordinator Library Spec Public Svcs Supp Library Spec Technical Svcs Student Services Specialist Sr Test Coordinator Textbook Inventory Specialist Transcript/Degree Evaluator

$ 17.28 $ 24.45

15

Administrative Assistant Assessment Center Technician Campus Safety Services Coord Financial Aid Specialist Intramural/Club Sports Coord Sustainability Coordinator Test Proctor Senior

$ 17.98 $ 25.43


16

Academic Lab Specialist Senior Accounting Technician Enrollment Specialist Senior Enrollment Technical Spec Grounds/Landscape Spec Sr Human Resources Specialist Instructional Deans Assistant Purchasing Specialist Veterans Certification Spec

$ 18.71 $ 26.46

17

Administrative Assistant Sr Campus Safety Staff Senior Digital Production Specialist Financial Aid Specialist Sr Graphic Designer Instructional Lab Spec - MATC IT Technical Specialist Maintenance Specialist Struct Research Specialist Staff Writer Tool Room Coordinator

$ 19.47 $ 27.55

18

Academic Tech Support Spec Admin Assistant Tech Services Audio Visual Engineer Collections/Acquisition Spec Computer Lab Coordinator Enrollment Technical Spec Sr

$ 20.28 $ 28.70

19

Maintenance Spec Sr HVAC/Trades Maintenance Spec Sr Electrical Maintenance Spec Sr HVAC Maintenance Spec Sr Plumber

$ 21.14 $ 29.90

20 Instruction Systems Specialist IT Technical Specialist Senior

$ 22.05 $ 31.19

21 No Positions $ 23.00 $ 32.53

22 Hardware Software Engineer $ 24.00 $ 33.95

23 No Positions $ 25.06 $ 35.45

*The pay schedule shall be maintained on a regular basis by HR to reflect new positions, reclassifications, position titles, and

other related schedule changes. The pay schedule with applicable changes will be distributed twice per year in July and

January.


Appendix B

Memorandum of Agreement

Retiree Insurance

This memorandum of agreement is entered into between Central Oregon Community College

(hereinafter referred to as the College) and the Classified Association of COCC (hereinafter referred to

as the Association) regarding medical insurance for retired and retiring Classified employees. This

memorandum of agreement will constitute the entire agreement between the College and the

Association regarding medical insurance for retired and retiring classified employees.

Effective June 30, 2002, current classified retirees who are listed on Attachment A are eligible to

receive up to $550.00 per month to be paid by the College toward the cost of their premium for the

medical insurance plan. No other retired classified employee shall receive a College contribution for

retiree medical insurance

As of June 30, 2002, classified employees’ eligibility for retirement medical insurance and the level of

the College contribution to that insurance will be based on the classified employees’ years of service as

of that date. Those classified employees with 15 or more years of continuous full time service (as of

June 30, 2002) and who meet the criteria listed below are eligible to receive up to $500 per month to be

paid by the College toward the cost of their premium for the medical insurance plan in effect for regular

status full time employees.

Those classified employees with twelve to fourteen years of continuous full time service (as of June 30,

2002), and who meet the criteria listed below are eligible to receive up to $300 per month to be paid by

the college toward the cost of their premium for the medical insurance plan in effect for regular status

full time employees.

The current classified employees and retired classified employees who are eligible for up to either a

$550 per month, $500 per month or $300 per month medical insurance contribution are listed on

Attachment A to this Memorandum of Agreement. No other classified employees shall receive a

College contribution for retiree medical insurance.


Appendix B, Continued

Memorandum of Agreement, Retirement Insurance, Page 2

The College will participate in the payment of this amount toward the purchase of medical insurance for

retiring classified employees according to the following criteria:

The classified employee must be considered by PERS to be a retired member of the COCC staff and

must be receiving benefits from PERS under one of the PERS retirement plans. It is the obligation of

the retiring classified employee to inform the College as to their status relative to PERS and to any

change in PERS status. Failure of the classified employee to notify the College of their PERS status

removes all obligations of the College to provide any insurance assistance.

The classified employee must be between the ages of 55 and 65, and not eligible for Medicare coverage.

The classified employee must have served the College for fifteen (15) years in continuous service as a

regular, full-time COCC employee.

Spouse, domestic partner and dependent children to the age provided in the current Medical Insurance

Plan, who are dependents of the classified employee at their date of retirement, shall be covered under

the retiree’s medical insurance policy, if the retiree so chooses. Coverage for spouse and dependent

children shall remain in force only so long as the classified employee is covered under the provisions of

this agreement. In the event of the death of the retiring classified employee who has met the provisions

of this agreement, the surviving spouse and children who have medical insurance provided by the

provisions of this agreement will be allowed to retain medical insurance coverage under the terms of

this agreement for a period of one year from the date of the death of the retiring classified employee to

allow the spouse time to obtain their own medical insurance. No other person shall be covered, and

once an election is made, it may not be changed.

Retirees after 6/30/02 can choose their contributions to go toward the College’s medical insurance

or receive a taxable stipend equal to the respective maximum contribution. This election must be

made no later than 30 days before the date of retirement and once made is irrevocable. If the

retirement stipend option has been elected, it shall cease the month following the month of death.

For the College: For the Association:

By:_________________________________ By:_________________________________

Date:_______________________________ Date:_______________________________


ATTACHMENT A

Current Classified Retirees

Eligible for Health Insurance Support

8/14/2002

Amount

Name 550 500 300

Averill Abbott X

Larry Baker X

James Carter X

Barbara Mero X

Bea Young X

ie Zepnewski X

Doris Trueax X

Jan Sanderson X

Bob Cusick X

Carolyn Schroeder X

Roseann Neale X

James Gutierrez X

Kathy Williams X

Jan Fisher X

Joyce Breadon X

Elaine Simay-Barton X

Karl Heeren X

Bev Andersen X

Christy Handschuch X

Dagmar Eriksson X

Gail Tague X

Marian Chinn X

Barbara Winters X

Janet Obert X

Jay Jabson X


Joanne Cordis X

Joyce Hamblin X

Pamela Whelchel X

Sallie Wetherbee X

Lynn McCoy X

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